POSH compliance is not optional. Make sure you're covered.
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 mandates compliance for every organisation with 10+ employees. Non-compliance attracts fines and reputational damage.
The law
What the POSH Act requires
The POSH Act 2013 requires every organisation with 10 or more employees to: constitute an Internal Complaints Committee (ICC), display POSH policy at the workplace, conduct annual POSH awareness training, submit an annual report to the District Officer, and follow a defined complaints and inquiry process.
ICC Constitution
Form a valid Internal Complaints Committee with the right composition
Policy Documentation
Maintain a written, accessible POSH policy and display it at the workplace
Annual Training
Conduct mandatory POSH awareness sessions for all employees
POSH Process Coordination
End-to-end coordination of complaints process — intake, ICC coordination, documentation.
POSH Policy Support
Draft, review, or update your POSH policy to ensure legal compliance.
POSH Awareness / Training Coordination
Coordinate mandatory POSH training sessions for employees and managers.
HR Policy Development & Updates
Develop, review, and update broader workplace HR policies — code of conduct, IT policy, leave policy.
The consequences
What non-compliance costs you
₹50,000 fine
First offence penalty for non-compliance with POSH Act requirements
License cancellation
Repeat non-compliance can result in business license cancellation
Reputational damage
POSH complaints made public can permanently damage employer brand